How to respond to talent assessments

Just do it according to your usual daily life, the ultimate purpose of talent assessment is to test whether you are not suitable for this position, if the results of talent assessment are not suitable, you can find another direction of development through your professional knowledge.

In fact, when applying, it is also divided into online and offline assessments according to the different positions and positions you are applying for.

This kind of online assessment is what we often call an assessment tool, and there is no need to be nervous when doing this kind of test, as long as you answer the questions seriously and relaxedly, because this kind of test pays more attention to some potential abilities of people, including motivation, personality, quality, character, internal drive, etc.

The offline test is what we often call the evaluation center, and the common ones are leaderless group discussions, management games... I won't list them all here.

I don't know what you're referring to.

Agree with what was said upstairs. The talent assessment score is a suitability assessment and a skill assessment, and the suitability assessment is to see how suitable you are with the position and the company. Skills assessment depends on your accumulation and precipitation, which is similar to the exam.

It's good to relax and answer, because advanced assessment tools include polygraph questions, and there will be indicators of integrity, and the results can be bad, so don't let the integrity be questioned.

Most of it is just a preliminary understanding of you and your mastery of the relevant knowledge of Zejiang.

The main methods of talent assessment are:

1. Psychological testA psychometric test is a systematic procedure for measuring a sample of behavior. This procedure is systematic in three aspects: measurement content, implementation process and scoring, so that the measurement results are uniform and objective. Generally speaking, psychological testing is a scientific method of inferring and quantifying the psychological characteristics that run through people's behavioral activities by observing a small number of representative behaviors of people, and according to certain principles.

2. InterviewInterview refers to a personnel selection and evaluation technique that is conducted at a specific time and place, has a pre-designed clear purpose and procedure, and understands the quality characteristics, ability status, and job search motivation of the candidates through face-to-face observation and conversation between the main test and the subject. It includes cognitive tests (achievement tests, intelligence tests, ability tests, etc.) and personality tests (tests used to evaluate and measure people's emotions, interests, attitudes, values, motivation, personality, etc.).

3. Evaluation CenterThe evaluation center technology makes a comprehensive use of various assessment techniques. The main feature is the use of situational test methods to observe and evaluate the specific behavior of the participant. This method usually places the participant in a simulated work situation, and uses a variety of evaluation techniques to observe and evaluate the participant's psychology and behavior in this simulated work situation.

For this reason, this method is sometimes referred to as the method of scenario simulation.

Personal resume profile analysis is based on the facts recorded in the resume or file to understand a person's growth process and work performance, so as to have a certain understanding of his personality background. In recent years, this method has attracted more and more attention from human resource management departments, and has been widely used in human resource management activities such as personnel selection. The use of personal resume information can not only be used for the preliminary review of personal resumes, quickly eliminate obviously unqualified personnel, but also according to the level of relevance to the job requirements, determine the weight of each content in the resume in advance, add the applicant's scores to obtain the total score, and determine the selection decision according to the total score.

There are 5 types, square face, oval face, triangular face, melon seed face.